GitLab LTD (UK) Benefits

• All UK-based team members
• Coverage begins from your start date
• No medical underwriting required—pre-existing conditions are covered. Current team members enrolled and new joiners to the AXA plan will have cover for treatment of pre-existing medical issues they may have had before joining, without being a member for two years or being required to have 12 consecutive months of “trouble-free” from when the condition began (pre-existing moratorium terms no longer apply).

• Full outpatient cover with £0 excess (you pay nothing)
• Mental health support included
• Virtual GP appointments through DR@Hand
• Dental coverage: £400 per year (80% reimbursement)
• Optical coverage: £200 per year (80% reimbursement) plus £25 for annual eye tests
• View the AXA PPP Brochure
• Watch the 2025 AXA Webinar Recording

Email total-rewards@gitlab.com and Lisa.Holland@wtwco.com with:

• Your full name, date of birth, and current address
• Employee ID
• Family member details if adding dependents (name, DOB, address)
• If you wish add/remove dependents after you have joined the plan, please reach out to total-rewards@gitlab.com and lisa.holland@wtw.com confirming your dependent details (Full Name, DOB, and address).

Please allow 7-10 working days for confirmation from AXA PPP. Team members who join the plan prior to the 24th of the month will have the BIK and deductions reported in full for that month, team members who join after the 24th of the will see deductions and BIK reporting begin the following month.

• Enrollment deadline: 24th of each month for coverage starting the following month
• This is a taxable benefit—you’ll pay Benefits in Kind (BIK) tax on the coverage value

Please see the Annual 2025 Rates effective 2025-03-01:

Please see the Monthly 2025 Rates effective 2025-03-01:

The Team Member cost will be deducted from their paycheck on a monthly basis. The Benefit in Kind amount will be reported on a monthly basis and team members will be taxed on the value of the benefit. An audit and reconciliation of Benefit in Kind reporting and Deductions will occur annually around February.

• Review the guide on how to set-up your AXA Health Account via the app
• GitLab Access Code: A333345

• Total Rewards: total-rewards@gitlab.com
• Willis Towers Watson: Lisa.Holland@wtwco.com
• HelpLab for claims support

1. Submit your receipt to Total Rewards for approval via HelpLab
2. Once approved by Total Rewards, please submit your expense through Navan attaching Total Rewards approval

1. Submit your prescription to Total Rewards for approval via HelpLab
2. Once approved by Total Rewards, please submit your expense through Navan attaching Total Rewards approval

• Confidential support for personal and work challenges
• Access the EAP guide

• Remote GP consultations
• Physiotherapy support
• Mental health resources
• Medical second opinions
• Life, money, and wellbeing guidance
• New team members receive enrollment email in first week of month following hire
• Learn more about Help@Hand

• All team members aged 16 to State Pension Age
• Automatic enrollment upon hire

• 4x your annual base salary coverage (up to £375,000 automatically)
• Tax-free benefit payment
• Includes Cancer Assist support through Reframe
• View the Life Insurance Policy Guide

• Automatically enrolled—no action needed
• Designate beneficiaries using the Expression of Wishes Form
• Upload completed form to Workday under “Benefit Documents and Forms”

• Salaries above £375,000 require medical assessment for additional coverage
• Contact total-rewards@gitlab.com if you need coverage above the automatic limit

• All team members aged 16 to State Pension Age
• Automatic enrollment upon hire

• 66% of base salary after 13 weeks absence
• Vocational rehabilitation consultants to support your return to work
• Holistic wellbeing and absence management services
• View the Income Protection Guide

• Contact total-rewards@gitlab.com if you need to use this benefit
• Payments made like regular salary with standard tax deductions

• Coverage up to £226,000 salary automatically
• Higher salaries require medical assessment for additional coverage

Automatic enrollment if you:

• Earn over £10,000 annually
• Are aged 22 or over
• Are under State Pension Age

If an employee does not meet these criteria then they will be considered an Entitled Worker (earn less than £6,240 p.a) or a Non-Eligible Jobholder (earn between £6,240 and £10,000 p.a).

Entitled workers must be offered the opportunity to join the pension scheme. They can make contributions to the pension scheme if they choose. However, there is no requirement for GitLab to make a contribution.

Non-Eligible jobholders must be offered the opportunity to opt in to an automatic enrollment scheme.

• GitLab contributes 4% of your basic salary
• You contribute 5% of your basic salary (minimum)
• Annual Management Charge: 0.54%
• Tax relief on your contributions (20-45% depending on tax band)
• Over 50 fund options available
• Salary sacrifice option available (saving on National Insurance)
• Watch the 2025 UK Pension Webinar and review the presentation for an overview of the UK Pension System
• View the Company Pension Plan FAQ

• Automatic enrollment—you’ll receive a welcome pack within 14 days after payroll processing
• Access your account at Scottish Widows Portal
• Increase contributions via HelpLab

The following process is followed by GitLab People Operations to enroll the team member under the pension scheme during onboarding:

1. During onboarding, the Payroll Team informs Papaya Payroll of a new hire that joined the company in the UK.
2. Once Papaya payroll has this information, the employee will be set up on the payroll and added to the pension file for Scottish Widows in preparation to be uploaded.
3. The pension file is sent to Scottish Widows around the end of 6th of each month and will include any joiners/changes/leavers from the previous month’s payroll run. For example everyone who has been included on the pension file in October (the cut off is 15th October) Scottish Widows will be notified around 6th November
4. Any team member who joins after 20th or has not been included on the pension file will be picked up in the following month’s file.
5. Scottish Widows receive the pension file around 6th of each month and will process all joiners/changes/leavers accordingly.
6. New joiners should expect to receive their welcome pack in the mail within 14 working days after Scottish Widows receives the pension file.
7. When a team member joins the scheme they will be sent a welcome pack in the post stating that they are now a scheme member, it will also have their login details. Team members can login to access their own personal fund and can make adjustments as they see fit.
8. If the team member hasn’t received their Scottish Widows package in the mail within their first 2 months of their joining date, they can log on to their Scottish Widows Portal. Select “Register Now’, and fill out your details (no need to fill out the Policy Number, as you can use your National Insurance Number instead). Please do not try to log in via the portal before Papaya has uploaded your information in accordance to the schedule above, as you will be denied access.

Save on National Insurance contributions while building your pension. Team members hired after 13 December 2022 are automatically enrolled. Earlier hires can opt in via HelpLab.

Salary Sacrifice FAQ

• Can we change the amount during the period we’re contracted for salary exchange?

  • Yes it is possible to change the amount/increase your employee percent

• What happens if our ‘actual’ salary changes during the period?

  • Your employee contribution is a percent of basic pay so if your basic pay increases the pension contribution will too.

• What happens if we receive a discretionary bonus?

  • Your definition of pensionable pay is basic salary the percent will not automatically be applied to the bonus. Should you wish to contribute part of you bonus to your pension pot you can do that.

• Is it possible to start from any month?

  • Yes it is; it would be processed on the next available payroll.

The certification level that has been chosen is basic salary only and will not include commission, bonuses or any over time payments. The contributions will be paid monthly and will be shown on the pay-slips.

• From April 6, 2019 to a minimum of:

  • Team Member: 5% of basic salary
  • GitLab: 4% of basic salary

• As your contribution is a percentage of your pay, the amounts will automatically increase or decrease in accordance with your basic pay. These contributions will be taken from your pay and will include tax relief.

• You may increase the contribution percentage you pay by contacting the Non US Payroll team via HelpLab. Please note the company contribution will remain fixed as above. The standard Annual Allowance for the 2025/2026 year is £60,000 p.a. The Annual Allowance includes all contributions, both employer and employee payable to the pension plan in the tax year. You may carry forward unused Annual Allowance for up to three tax years. Your Annual Allowance will be reduced if your Adjusted Income exceeds £260,000 or if you ‘flexibly access’ pension benefits from a Defined Contribution pension arrangement. Please see the Annual Allowance Fact Sheet.

• These percentages are gross percentages using the relief at source method. As basic rate tax relief is then added by the pension provider, the amount on your payslip will typically be the net amount, which is 80% of the employee’s contribution.

These contribution percentages are in line with The Pension Regulator’s Auto-enrollment legislation. Should the government’s minimum contribution standards change further GitLab will contact you to advise the new levels to comply with legislation.

If you decide to opt out of the scheme you can do this within one month of the enrollment date by following the instructions in the information from Scottish Widows. The Opt Out deadlines are:

• You have four weeks from when the Scottish Widows welcome letter is dated.
• If you do opt out by this date, any contributions that have already been taken from your pay will be returned to you and you’ll be treated as if you had never joined the pension scheme.
• If you don’t opt out by this date, you can stop contributing at any time, in accordance with the pension scheme rules. If you do this, both your contributions and GitLab’s, up to that point, will remain invested in your pension pot until you take your benefits.
• You can opt-out by completing the Scottish Widows Opt-out form for Group Pension Scheme. The form must be completed, then returned to Total Rewards at total-rewards@gitlab.com
• The pension provider will also be able to tell you when the one month opt-out period started, if you aren’t sure.
• An opt-out from the pension scheme normally lasts for three years. If you’ve opted out, or stopped contributions to the scheme, GitLab is required to automatically enroll you into the scheme at a later date (normally every three years).

If you decide to re-join the scheme you can do so by submitting a HelpLab ticket. You will be asked to write a letter or send an email from your personal email address. The letter will need to include the phrase I confirm I personally submitted this notice to join a workplace pension scheme. You can only re-join once in any 12 month period.

There’s a workplace pension webpage linked from this document that contains information about all the options available.

When your policy is first set up, it’ll be set to:

• ‘Pension Investment Approach’ (PIA)
• A lifestyle switching approach for managing your investments as you approach retirement.
• A default investment fund (such as ‘Scottish Widows Pension Portfolio Two Pension’)

The policy website will tell you: Although you are currently invested in a Pension Investment Approach you also have other options such as investing in our range of individual funds or changing to a Premier Pension Investment Approach.

Read about all these investment options, and the funds available, on the workplace pension webpage.

Changing your investment approach or funds could adversely affect your retirement income. Get advice, such as from Oakley Financial.

Selecting funds online This is an advanced feature that carries significant risk. For team-members comfortable with this, it’s not obvious how to enable it.

To access ‘investing in our range of individual funds’ online you need to call Scottish Widows, and ask:

• To come out of the lifestyle approach.
• To come out of ‘Pension Investment Approach’ (PIA)
• For online access to the range of funds.

The change may take a couple of days to come into effect, and they’ll write and confirm the change.

Having enabled online fund management, you can search for and select the funds on the policy website. The workplace pension page also has a link to a fund list, plus a PDF which explains:

• The different groups of funds Scottish Widows offers.
• A summary of each fund.
• A fund fact sheet is provided for each fund with usual information such as previous performance.

Management charges vary by fund and are not on the fact sheets: use the charges sheet tool on the workplace pension page.

• Scottish Widows: 0345 755 6557 | www.scottishwidows.co.uk/gppae
• Willis Towers Watson - Rachel Haggarty: 07385 558317 | rachel.haggarty@wtw.com

Willis Towers Watson act as employee benefit advisers to the GitLab GPPP and although cannot provide you with financial advice are available to explain the details of the GitLab GPPP and answer any questions you may have.

• Up to £3,000 for bike and accessories
• Tax and National Insurance savings
• Available once every 4 tax years
• Access via GitLab Travel Hub

1. Register at GitLab Travel Hub
2. Select a partner shop and get a quote
3. Upload quote for approval
4. Total Rewards reviews and approves
5. Salary reduction arranged through payroll

• Team members must have continuous employment with GitLab for at least 26 weeks leading up to the “qualifying week” (15th week before the expected week of childbirth)
• Up to 52 weeks leave available
• First 39 weeks paid (combining statutory and GitLab benefits)
• 90% of average earnings for first 6 weeks (before tax), then statutory rate (£172.48/week) or 90% (whichever is lower) of the team member’s average weekly earnings (whichever is lower) for the next 33 weeks. This also applies to the leave amounts provided for Parental Leave and Adoption Leave.
• GitLab’s enhanced policy provides up to 16 weeks at 100% salary

• Submit leave request in Workday (Parental Leave category) 30+ days before start
• Send MATB1 Certificate to leaves@gitlab.com at least 21 days before leave
• The Absence Management team will then complete a Risk Assessment Form within 1-3 days of receiving notification of your leave. The purpose of the assessment is to make the team member aware of any hazards or “risks” to her in the workplace/home office to reduce potential injury to her or her baby.
• The Absence Management team will notify payroll and email Vistra a copy of the MATB1, start date of leave, and outline what pay the team member is eligible for (statutory, supplemental, etc). Payroll will then automatically calculate the SMP due each pay period based on this information. The recovery of 90% will be outlined on the monthly payroll spreadsheet so that the finance team has indication of the amounts being offset each month.
• Payroll will continue to be the same while on parental leave but Vistra will file for reimbursement of any statutory funds once the proper paperwork has been sent. If you do not qualify for Statutory Maternity Pay, you may qualify for Maternity Allowance.

• Team members can receive Statutory Paternity Pay for up to 2 weeks or up to 37 weeks if taking Shared Parental Leave
• Team members must have been continuously employed with GitLab for at least 26 weeks leading up to the “qualifying week” (15th week before the baby is due or the matching week if adopting)
• Eligible team members are entitled to £172.48 or 90% of the team member’s average weekly earnings (whichever is lower) for up to 2 weeks OR up to 37 weeks if taking Shared Parental Leave
• GitLab’s enhanced policy provides up to 16 weeks at 100% salary

• Submit leave request in Workday (Parental Leave Category) 30+ days before start
• Send completed SPP Form or one of the SPL Forms to leaves@gitlab.com
• The Absence Management team will notify payroll and email Vistra a copy of the form, dates of leave and outline what pay the team member is eligible for (statutory, supplemental, etc).

• Up to 52 weeks leave available
• Team members can receive statutory adoption pay for up to 39 weeks
• Team members must have had continuous employment with GitLab for at least 26 weeks leading up to the week they were matched with the child.
• Eligible team members are entitled to 90% of your average weekly earnings (before tax) for the first 6 weeks, £172.48 or 90% of your average weekly earnings (whichever is lower) for the next 33 weeks

• Submit leave request in Workday (Parental Leave Category) 28+ days before start
• Provide proof of the adoption or surrogacy to leaves@gitlab.com
• The Absence Management team will notify payroll and email Vistra a copy of the form, dates of leave and outline what pay the team member is eligible for (statutory, supplemental, etc)

• Up to 12 weeks additional leave if baby requires neonatal care
• Team members must have at least 26 weeks of continuous service with their employer and,
• Meet the minimum earnings threshold (Your average gross weekly earnings must be at least equal to the lower earnings limit, for April 2024-25, this is £123 per week.)
• Available when baby admitted to hospital for 7+ days within first 28 days
• Paid at statutory rate (Standard rate of £187.18/week or 90% of average weekly earnings, whichever is lower) with GitLab topping up to 100% salary

• Tier 1: Notify leaves@gitlab.com as soon as reasonably practicable.Available when the child is in neo-natal care, and the first week after their release. The leave must be taken in 7 continuous day blocks. Overlap with a pre-booked parental leave, the SNCL can be paused to allow the other parental leave to be taken.
• Tier 2: Notify leaves@gitlab.com between 15-28+ days. Available from the second week following their release, up to 68 weeks following the child’s birth. Taken as a single block, as this leave is taken when the child is out of neo-natal care and can be planned. Team members wanting to take one week SNCL&P will need to give two weeks and one days’ notice in advance.

• The entitlement is per child up to the age of 18, regardless of the person’s employer.
• The balance of unpaid parental leave carries over to each employer. For example, if someone has taken 10 weeks of unpaid parental leave with their previous employer, they would be entitled to 8 weeks of leave with their new employer.
• Each parent can take up to 4 weeks each year per child, unless otherwise agreed with their employer.

Contact leaves@gitlab.com.

1 week unpaid leave annually to provide or arrange care for a dependent with a long-term care need.

2 weeks for loss of a child under 18 or if the team member has a stillbirth after 24 weeks of pregnancy.

Time off for civic duty. Jury Service usually lasts up to 10 days, but can last longer.

Leave for required court appearances. Magistrates will need to be in court for at least 13 days or 26 half-days per year.

Reasonable time off for various public service roles - team members are entitled to a reasonable amount of time off if they are a local councillor, a school governor, a member of any statutory tribunal, a member of the managing or governing body of an educational establishment, a member of a health authority, a member of a school council or board in Scotland, a member of the Environment Agency or the Scottish Environment Protection agency, a member of the prison independent monitoring boards (England or Wales) or a member of the prison visiting committees (Scotland), a member of Scottish Water or a Water Customer Consultation Panel, or a trade union member. The amount of time should be agreed upon between the team member and the manager beforehand based on how long the duties might take, the amount of time the team member has already taken off for public duties, and how the time off will affect the business.

Any team member who is a Justice of the Peace is entitled to leave to carry out their duties.

• 28 days total (20 days annual leave + 8 public holidays) as per the statutory requirements
• Accrues from start date
• Pro-rated for part-time team members

• Select “Paid Time Off” in Workday for vacation days

• Statutory Sick Pay for up to 28 weeks
• First 3 days unpaid (“waiting days”)
• Runs concurrently with GitLab PTO

• 4-7 days absence: Complete self-certification form
• 7+ days absence: Provide fit note to leaves@gitlab.com
• Select “Out Sick” in Workday